Technology and assessment Candidates and Assessors
Paperless assessment
When you think of market leaders in the graduate recruitment arena do you think of the NHS? Well you should, because the NHS has been leading the way in graduate recruitment for many years, explains Bonita Bryan, Head of Assessment Services at TMP Worldwide.
Where else would a
graduate have the opportunity to observe live open-heart surgery?
From the outset, graduates are afforded a high level of responsibility, directly impacting frontline service.
by Rob Farace, Senior Programme Lead Resourcing, the graduate programme is delivered by the Leadership Academy.
T
The programme is designed to touch as many areas of the vast organisation as possible, giving graduates a deep understanding of the challenges from many different perspectives. The programme offers management schemes in general management, finance, health Informatics and HR. Where else would a graduate have the opportunity to observe live open-heart surgery? From the outset, graduates are afforded a high level of responsibility, directly impacting frontline service. It is therefore essential that only the best people are selected.
Immersive paperless assessment This year sees the introduction of immersive paperless assessment centres. This is a technology-led process that will throw graduates in at the deep end, showcasing the unique and demanding challenges they will face on the programme, whilst assessing the underlying behaviours that underpin their performance.
14 00 Graduate Recruiter |
www.agr.org.uk
he NHS are overlooked in the graduate market; often for their private sector competitors. Led
Behaviours, however, are not the only criteria under the microscope. Candidates will also be assessed against a model of high potential; covering areas such as learning agility, self-awareness and the propensity to utilise their strengths. The assessment centres will not only look at the candidate’s capability (can they do the job well); it will also look at their propensity (will they do the job well). To assess this, the assessment centre will look at an individual’s attitudes to learning and development, as well as how they perform on the day.
To ensure the process is robust and valid, it is being developed by Occupational Psychologists and underpinned by best practice assessment.
One approach for several programmes Whilst there are several programmes on offer, the assessment process for each is exactly the same. This has enabled the Leadership Academy to raise the bar high and have a standard and consistent view of what great looks like. It means assessors can look for genuine ability and potential in a group of people who are not necessarily expected to have a wealth of work experience to draw from.
Enhancing the assessor and candidate experience The Leadership Academy also aims to improve the assessor experience. The aim is simple: to take away the hassle of assessing and make efficient use of assessor’s time.
This selection process sees the introduction of a system that allows assessors to observe an exercise and record evidence using a tablet device. All notes and scoring are completed via an online system and updated live to the candidate’s profile. This is an effective cure for the often time-consuming task of collecting scores and feedback from assessors. This ensures assessors can focus on making the right decision and there is less of a resource impact on the organisation.
The candidate experience is also a crucial element of the process and the Leadership Academy will provide all candidates with feedback on their performance. The task of capturing feedback is streamlined by the paperless system, reducing the resource this typically requires.
Final thoughts This innovative approach represents a reflection of what is best about the NHS: its people. Throughout the process, there is a real focus on enhancing the experience for both the candidates and assessors. n
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